The Snelling Bloghttp://blog.snelling.com
Everything that an employer and job seeker needs to know about staffingTue, 28 Jul 2015 03:00:41 +0000en-UShourly1http://wordpress.org/?v=4.2.3Overcome the Biggest Hurdle of Transitioning Military Medical Personnelhttp://blog.snelling.com/2015/07/overcome-the-biggest-hurdle-transitioning-military-medical-personnel-face/
http://blog.snelling.com/2015/07/overcome-the-biggest-hurdle-transitioning-military-medical-personnel-face/#commentsTue, 28 Jul 2015 02:58:17 +0000http://blog.snelling.com/?p=3805Medical service personnel have bright career prospects once they are discharged from the military.

One reason is that demand continues to outpace supply in the medical field. For example, USA Today just reported that the VA has 41500 unfilled medical jobs. Current openings include those for physical therapists, pharmacists, radiologic technologists, social workers, registered nurses, licensed practical nurses, respiratory therapists and medical technologists. The list goes on and on.

Another reason is that healthcare organizations recognize the value of veterans’ military backgrounds. They know these men and women can deal with high-stress environments.

In the armed forces, medical service personnel see some pretty strange things and the work environment is much more demanding. Anyone up for performing triage in the heat of battle?

But there are issues, and they revolve around job titles and the names for policies and procedures. This impacts the way that military veterans present themselves on their cover letters, within their resumes and during face-to-face interviews.

For example, (according to Monster.com) a serviceman retiring as a Laboratory NCOIC (Noncommissioned Officer in Charge) would be known as a blood-bank supervisor in civilian healthcare.

To help with this, visit the MOS Code to Civilian Occupations Translator. This tool helps you convert your MOS code to a civilian occupation. You will be presented with a list of civilian occupations that match your military skills. For example, a 68D Operating Room Specialist could find work as a surgical technician or anesthesia technician or operating room technician.

Successful transitions

Military doctors can seamlessly enter the civilian workforce, where they are considered doctor’s …no matter where they worked before. Other military healthcare professionals have help with the transition. For example, there are several nursing transition programs that help fast track medical personnel to a civilian nursing degree, giving them credit for their military experience and granting some leeway on GPA requirements.

Some transitioning veterans may choose (on their own) to update their skills or reach for a higher professional level as they make the transition. There is financial assistance is available to for additional training / credential acquisition.

At Snelling, we are here to help. We find nothing to be more rewarding than providing our returning veterans with civilian jobs. So, let’s get started with your resume and interviewing skills. Locate your local Snelling office, and contact us today!

]]>http://blog.snelling.com/2015/07/overcome-the-biggest-hurdle-transitioning-military-medical-personnel-face/feed/05 Practical Ways to fit in at your new jobhttp://blog.snelling.com/2015/07/5-practical-ways-to-fit-in-at-your-new-job/
http://blog.snelling.com/2015/07/5-practical-ways-to-fit-in-at-your-new-job/#commentsTue, 21 Jul 2015 03:16:23 +0000http://blog.snelling.com/?p=3802To succeed in any new job or temporary assignment, you must do more than perform your job duties. You must learn how to successfully navigate the new culture. You are not in Kansas anymore, and you need to learn how to adjust….quickly. Therefore, here are 5 practical tips – from your friends at Snelling – you can use to fit in at your new job.

From the minute you walk through the front door, pay attention. Watch your new coworkers interact, dress, maintain their workspaces, etc. When you spend time observing (and not interacting) you learn a lot. Zero in on the most successful team members – the lynchpins, if you will – and follow their lead.

Mind your p’s and q’s. Silence your cell phone. Don’t endlessly chitchat. Meet all of your commitments. If you say it will be done, get it done. Treat everyone with respect. It may seem nonsensical, but keep socializing to a minimum. Everyone has work to do, and everyone wants to get that work done. Being disruptive and / or disrespectful does not make you endearing. It makes you annoying.

Leave your habits at the door. Sure, you are going to arrive on the scene with a new set of eyes and great ideas. This is probably one of the reasons that you were brought on in the first place. However, one way to get yourself in trouble is to try and push your opinions, ideas and insights onto your new work cohorts too quickly. The company probably has well-established ways of getting things done and expects you to conform to their standards. So follow tip #1 (above) until it is appropriate to speak up.

Dress correctly. The old adage to “dress for the job you want and not the one you have” is really good advice, and it does not take much effort. Be clean. Be conservative. Use common sense. Have good fit. Remember, you clothes influence the way your manager and co-workers see you. It is the basis of any / all first impressions. So try to look polished at all times.

Steer clear of office politics. The euphoria you feel after you are offered the job can quickly peter out once you formally enter the workplace. Office politics are a natural part of most work environments. If you are on a short-term assignment, the best choice is to simply steer clear. If you have accepted a full-time position, you need to learn how to effectively deal with these undercurrents. Remain positive. Do not gossip. Ever. Establish a reputation as a hardworking, positive employee, not one as a participant of water cooler chatter.

Remember, Snelling is here to help. If you are looking for a job or your next great temporary assignment, we are ready to meet with you. We can carefully match your career goals, experience, talents and strengths with a company’s culture and job requirements. So locate your local Snelling office today, and let’s get started!

]]>http://blog.snelling.com/2015/07/5-practical-ways-to-fit-in-at-your-new-job/feed/0How to Create a Great Employee Handbookhttp://blog.snelling.com/2015/07/how-to-create-a-great-employee-handbook/
http://blog.snelling.com/2015/07/how-to-create-a-great-employee-handbook/#commentsSun, 12 Jul 2015 03:46:50 +0000http://blog.snelling.com/?p=3798Employee handbooks go by many different names – policy and procedure manuals, employee manuals, staff handbooks, etc. No matter the name, a well-written employee handbook is a necessity in today’s workplace. An integral part of the onboarding process, it serves to:

A primary communication device that informs new hires and existing employees of expectations.

Provides a line of defense by disclosing important legal information (EEOC, harassment and safety policies).

Handbooks can be very comprehensive or very selective depending on the need. To get you started in writing the best employee handbook possible, here is a list of content items to include:

Welcome statement.A welcome message / introduction sets the stage and explains the purpose of the document, especially for new hires. It also includes the vision and/or mission statement of the company as well as the goal(s) of the organization.

Lay out your policies and procedures.Employees need to know what to do, what NOT to do and the proper way to do it. Create sections that highlight what to expect in terms of attendance, personal conduct, benefits and compensation, promotions / demotions and even office romances. In addition, lay out the procedures you have in place – for everything from reporting conflicts of interest to accessing personnel files to requesting departmental transfers. Employees need to know what they should do and what they shouldn’t do – as clearly and concisely as possible.

Handling complaints.Within your handbook, outline the process that employees should use to report harassment, discrimination, workplace safety issues, etc. By outlining these specific processes, it may give you an added measure of protection, should an employee skip straight to a lawsuit.

Employee signoff. All employees should provide written acknowledgement signifying receipt of the handbook and that they understand and will abide by the contents. File all signed acknowledgements in a secure area, limiting access to only those who absolutely need it.

When writing your employee handbook, remember:

No jargon.Keep in mind that everyone – from new hires to veteran employees – should be able to easily understand your handbook. Whenever possible, skip the jargon and industry-speak. And when these terms are essential, provide plain-English definitions to avoid confusion. When in doubt, use the “grandmother test”. If your grandmother cannot read the handbook and understand it, then it needs to be modified.

Updates are necessary. Your employee handbook is not a “once and done” document. Your company’s policies are likely to change. As they change, so should your handbook. Commit to updating it once a year. Review all information in your existing handbook, edit and rewrite as necessary. Most importantly, ask your legal counsel and/or HR department to review and sign off on the document, before you re-issue it to your employees.

As a value staffing partner, Snelling is here to help. We can provide you with your best-fit employees, and if you are looking for temporary workers, remember, we assume many of the risks associated with recruiting and employing people. So contact us today, and let’s get started.

]]>http://blog.snelling.com/2015/07/how-to-create-a-great-employee-handbook/feed/0Why Working with Medical Staffing Firms with Great Recruiters Mattershttp://blog.snelling.com/2015/07/why-working-with-staffing-firms-with-great-recruiters-matters/
http://blog.snelling.com/2015/07/why-working-with-staffing-firms-with-great-recruiters-matters/#commentsSun, 05 Jul 2015 15:28:21 +0000http://blog.snelling.com/?p=3794Temporary healthcare providers and other medical professionals who are looking to make a career change are repeatedly told to find a dependable recruiter to guide them through the industry.

As a facility, you also want to make sure that you are working with healthcare staffing companies that hire and retain the best recruiters in the business. Great recruiters attract the best medical professionals. They can help you streamline the recruiting process and maximize your bottom line. They can be a lifeline in a world where an open position can remain unfilled for months.

Work as an extension of you

Great healthcare recruiters get to know the needs of your facility and its individual departments. Because of this they can fill job openings efficiently.

Because all they do is recruit, great recruiters have established databases with deep pools of talent. They are constantly sourcing and exciting passive candidates about opportunities. This means that candidates can be brought in for open positions without endless cold calling and time-consuming direct recruitment activities…especially for hard-to-fill positions.

Cost Effective Recruiting

Recruiting is about filtering. Great recruiters spend their time assessing each and every candidate’s fit for a specific job. This makes for a very efficient process, and the more efficient your process, the lower your costs.

Besides focusing on high-value passive candidates, a good recruiter is able to accessed previously sourced candidates without incurring additional costs. They are able to bring in the right candidates, because they understand your industry and can use industry language in job postings that are consistent with your facility’s culture.

Ahead of the Trends

A great recruiter also stays on top of trends. Talent branding (branding your facility as a great place to work), mobile recruiting and social recruiting are all key trends right now.

Another big challenge right now is accounting for “soft skills” such as customer service and cultural fit. Under new healthcare mandates, facilities have to deliver “service excellence” to patients. If you do not deliver high marks on patient surveys, it can definitely affect your bottom line, by limiting reimbursement, etc.

So partner with a staffing firm – like Snelling – that uses the best medical recruiters. Great recruiters match qualified staff to the right positions, but do not expect him / her to read your mind. Think about the type of person you are looking for and then tell your recruiter exactly what you are looking for. Let us help you to maximize your recruiting efforts, and become the workplace of choice for the best medical professionals out there.

]]>http://blog.snelling.com/2015/07/why-working-with-staffing-firms-with-great-recruiters-matters/feed/0How to Get a Recruiter to Actually Read Your Resumehttp://blog.snelling.com/2015/06/how_to_get_a_recruiter_to_actually_read_your_resume/
http://blog.snelling.com/2015/06/how_to_get_a_recruiter_to_actually_read_your_resume/#commentsFri, 19 Jun 2015 21:41:44 +0000http://blog.snelling.com/?p=3788To have a recruiter read (not skim) your résumé, you need to make it compelling and persuasive. Remember, the whole point of a resume is to persuade the recruiter / hiring manager to call you in for an interview.

If you write with that goal in mind, your résumé will look vastly different than any other run-of-the-mill resume that lands in the recruiter’s inbox. Most resumes are written strictly to list out an applicant’s job history. You do not want to do this.

You want it to highlight your skills, experiences and qualities and how they will benefit the employer.

So here are 4 tips on how to write a résumé a recruiter will actually read:

Use a simple layout. Recruiters spend only about six seconds reviewing a résumé before making a decision to keep the resume or to trash it. So keep your layout simple. Avoid visuals and graphic elements. Make the information easy to find with a clear visual hierarchy (think bulleted lists and white spaces between highlighted jobs). Recruiters know what they are looking for; making them search for it will only cause them to hit the “delete” button.

List benefits and results. Do not just list your job duties; describe your accomplishments in terms of benefits and results. This – more than anything – will help you stand out from the crowd. For each job or temporary assignment, develop a list of major accomplishments, placing the most emphasis on what you have done recently. Think about what problems or challenges you have faced? What actions you took to overcome them? How did your actions benefit the company? Then quantify those answers, in terms of dollars, percentages or numbers. Recruiters value workers who enhance profits and save time and money.

Customize your résumé for the job posting. Recruiters and hiring managers look for a particular candidate who possesses every skill that they have outlined in their job description. If you want a recruiter or hiring manager to actually read your résumé, you have got to convince them you are perfect for the job. A generic résumé cannot do that.

Sell yourself. You only have one shot to make a great impression. Compose a clear objective. State what you want to do and how you are qualified to do it. Now this may be hard, so try to devise an elevator pitch – one or two sentences that really highlight what you can bring to the job. If you need help, ask someone you trust to describe you in one sentence. Add to that your strengths and one or two outstanding skills or abilities. List your education, training, and any relevant awards, and you will have an outstanding, persuasive resume that a recruiter will actually read.

Are you currently looking for a new position? We want to help you stand out from the crowd. So send us your résumé today, and let’s get to work! We look forward to hearing from you.

]]>http://blog.snelling.com/2015/06/how_to_get_a_recruiter_to_actually_read_your_resume/feed/1The Best Way to Lower Workers Compensation Costshttp://blog.snelling.com/2015/06/the-best-way-to-lower-workers-compensation-costs/
http://blog.snelling.com/2015/06/the-best-way-to-lower-workers-compensation-costs/#commentsMon, 15 Jun 2015 01:41:35 +0000http://blog.snelling.com/?p=3783One of the biggest expenses companies face today is workers’ compensation insurance, which covers expenses associated with injuries employees may receive while on the job.

Since 1989 (the first year data was tracked), workers compensation costs have grown 15% annually.

Therefore, it benefits any business to work to reduce these costs. There are two key ways to lower your workers compensation costs:

Prevent claims.

Actively manage claims to get injured employees back to work quickly.

Prevent Claims

The best claim is no claim when it comes to workers compensation. Direct workers compensations claims are expensive, but what you may not have considered are the indirect costs of on-the-job accidents and injuries. You may have to 1) repair damaged equipment and/or property 2) hire and train replacements 3) deal with lowered employee morale and absenteeism. All these lead to lower productivity and more money.

Plus it can be a strong recruiting tool, showing that your company is committed to providing a safe work environment for employees. Most people are not looking to get injured while on the job.

But, a safety program has to be more than just a document. Only by establishing a “culture of safety” – through the support of executive management and proper training – will there be a real difference in employee safety, which will (in turn) control your workers’ compensation costs.

Actively manage the claim and get the employee back to work

Companies without a return-to-work program will have higher costs because of the skilled employees’ time away from work. If your organization does not have a Return-to-Work Program, develop one now before it is actually needed. The program needs to be managed by someone who is knows and understands employment law (including ADA and FMLA), but everyone within senior management needs to understand their authority and responsibility as well.

As time progresses, consider offering options and flexibility to the employee as well, in terms of scheduling adjustments and various accommodations that could be made to help ease the employee back to work while recovering. Be flexible and fair in accommodating additional medical needs as recovery progresses but keep appropriate documentation of every decision along the way. When necessary, do not hesitate to get employee acknowledgements in writing.

At Snelling we can help. We understand the issues that companies face today. So whether you are looking for temporary workers to help you handle a period of high demand or looking for guidance with your most difficult employee issues, Snelling has the know-how and the experience to help. So contact us today and let’s get started.

*NOTE: *This article does not constitute legal advice. Consult employment counsel with any specific questions, and be sure to check all local and state laws, which may vary significantly.

]]>http://blog.snelling.com/2015/06/the-best-way-to-lower-workers-compensation-costs/feed/04 Things to Do To Not Get Fired from your Healthcare Job Due to Social Mediahttp://blog.snelling.com/2015/05/4-things-to-do-to-not-get-fired-from-your-healthcare-job-due-to-social-media/
http://blog.snelling.com/2015/05/4-things-to-do-to-not-get-fired-from-your-healthcare-job-due-to-social-media/#commentsFri, 29 May 2015 10:05:29 +0000http://blog.snelling.com/?p=3777Social media can be a valuable resource for the healthcare professional; it provides a great way to communicate and share information. It can increase your visibility as an expert in your field; it can help you be a resource to your patients; it can help with learning and networking, as well. However, if used inappropriately it can cost you your job.

From the doctor who faced a huge backlash due to Facebook posts he made about chronically late patients to a nurse who was fired for posting a photo of a messy, empty trauma room after a car crash victim had been brought in, the wrong social post can have huge repercussions for many medical workers.

Therefore, here are 4 tips to help you best utilize Facebook and Twitter, etc. and keep your job.

Know and Internalize Your Facility’s Social Media Policy. Every facility has a social media policy. Make sure that you fully understand the do’s and don’ts and understand all possible nuances. If you have any questions, reach out to your facility’s social media manager for clarification.

Know HIPAA and how not to violate it. The Health Information Portability and Accountability Act (HIPAA) was established to keep patients’ health information private. HIPPA compliance is of paramount importance, and one of the most common mistakes medical workers make is to include identifiable information about a patient in their post. Remember, just because you do not name the patient does not mean that he/she could not be identified.

Don’t be insensitive. Once you put something out there, you cannot take it back —ever. Even if you delete the post, someone may have already seen it, been offended by it, and/or taken a screenshot of it for posterity. Most healthcare workers who get into trouble have good intentions, but they just do not know (or understand) how far-reaching social media circles can be, or the world view of their readers. Posts that can seem very “normal” to a healthcare worker involved in life and death situations can upset those not familiar with the hospital environment.

Find a social media “mentor”. There are many medical facilities (and the healthcare professionals who manage their social sites) that are social media experts and have learned how to maintain the balance of sharing important information without stepping over any lines. The Mayo Clinic, the Cleveland Clinic, Mt. Sinai Hospital, and Dana-Farber Cancer Institute are all great examples of facilities that do an awesome job on their social media strategies.

As social media continues to become a valuable asset to healthcare organizationsand healthcare professionals alike, it is important to use it for the benefit of all and not run afoul your facilities’ policies. Snelling is here to help. We have tons of resources for our medical professionals to leverage as they search for their next best-fit job. Visit our Resource Hub on the Snelling website or contact your local office today. We are here to help.

]]>http://blog.snelling.com/2015/05/4-things-to-do-to-not-get-fired-from-your-healthcare-job-due-to-social-media/feed/0IT Contracting is a Great Way to Reenter the Job Markethttp://blog.snelling.com/2015/05/it-contracting-is-a-great-way-to-reenter-the-job-market/
http://blog.snelling.com/2015/05/it-contracting-is-a-great-way-to-reenter-the-job-market/#commentsMon, 25 May 2015 13:52:28 +0000http://blog.snelling.com/?p=3774Time runs differently in the IT sector than it does anywhere else. Parents taking time off to care for a new baby or an elderly relative will return in a couple of months to find that the entire industry has taken a seismic shift in a new direction. New skill sets are now in demand, and years spent honing skills seem wasted. Companies release new products, get bought out by larger competitors, update products with newer versions and phase out product lines. New languages appear, reach critical mass and die off within a generation. Time moves that fast.

Therefore, if you took some time off, the world that you are trying to reenter may be very different from the one you left. Tech workers constantly have to weigh their options. Should you beef up skillsets? Jump to a new specialty? Learn a new language? Take no time off? In all those cases, decisions need to be regarding the financial impact – learning new skills, languages, etc. costs money and time. Working 24×7 means missing out on other great aspects of your life.

But there is another option…one that is often overlooked — contracting. It is a solid choice, and it can make the financial impact less daunting…if you can get past the stereotypes. A lot is said about contracting — contract engagements are not stable; they give you the “crap” jobs; they make you look shiftless; you are unemployed for months at a time.

However, that may have been your grandfather’s (or even your father’s) contract jobs, but that is not the case today. Thanks to the skills gap and a growing economy, companies are turning more to contractors to help fill in huge gaps.

So let’s debunk some of the myths, and show you why IT contracting can be a great way to ease your way back into the technology sector.

Contracting can improve your marketability. As a contractor, the power lies in your hands. You have the freedom to pick and choose the assignments you want to work on. This helps you stay current and/or learn the new skills, languages, competencies that you need to round out your resume.

Contracting opens doors. It is true – in any industry – that it is not what you know but who you know, when looking for a full-time job. Many companies offer contract employees full-time positions at the end of their assignments. Essentially, the contract job can be a foot in the door, exponentially improving your chances of being hired on full-time.

Contracting can earn you more money. Again, the power rests with you. You have the ability to – wait for it – negotiate your own pay rate. In many cases, the hourly rate is significantly higher than any permanent job’s salary.

You will be unemployed for months at a time. Most IT contract jobs last 6 to 12 months; many can last 1 to 3 years. In some cases, it is easier for a company to keep a contractor vs. a full-time employee. But if you are concerned about having a series of short-term engagements with gaps of inactivity, ask your staffing firm to looking for longer-term assignments.

Sounds good? Well, let’s get started. Visit your local Snelling office, where we have extensive knowledge of the hidden IT job market. We can guide you through the contracting experience, and help you find the jobs that are a best-fit for you skills and lifestyle needs. So log onto our website and register today. Don’t overlook the opportunities that IT contract holds. We cannot wait to hear from you!

]]>http://blog.snelling.com/2015/05/it-contracting-is-a-great-way-to-reenter-the-job-market/feed/0Ensure Compliance with OSHA’s New Recordkeeping Ruleshttp://blog.snelling.com/2015/05/ensure-compliance-with-oshas-new-recordkeeping-rules/
http://blog.snelling.com/2015/05/ensure-compliance-with-oshas-new-recordkeeping-rules/#commentsTue, 12 May 2015 14:53:00 +0000http://blog.snelling.com/?p=3767If you are the manager responsible for ensuring workplace safety, it’s up to you to minimize the risk of injury and illness to your workers. And this does include any / all temporary workers.

Companies need to treat temporary workers just as they would existing employees. Temporary staffing agencies and host employers share control over the temporary worker. Therefore, they are jointly responsible for the temp worker’s safety and health. This means that both employers need to comply with all relevant OSHA requirements.

Snelling knows this, and we are here to help. We work as a trusted consultant to all our clients to ensure that each employer’s knows their role in protecting employees.

This is needed because the rules keep changing. For example, on January 1, 2015, the Occupational Safety and Health Administration (OSHA) enacted new rules on tracking workplace injuries and illnesses. These changes dramatically widen the rule’s reach and place additional reporting burdens on employers.

In a nutshell, there are two key changes:

OSHA changed the way it determines exempt industries, due to the relatively low occupational injury and illness rates in certain industries. The new OSHA rule relies on North American Industry Classification System (NAICS) and injury and illness data from the Bureau of Labor Statistics (BLS) from 2007, 2008, and 2009. It expands previously exempted employers under its coverage. However, the new rule does retain the exemption for any employer with ten or fewer employees, regardless of their industry classification, from any record keeping requirements. Use your NCAIS code to check your exemption status and determine if your company is included in the new requirements.

The list of severe work-related injuries that all covered employers must report to OSHA has been expanded. The revised rule retains the current requirement to report all work-related fatalities within 8 hours , but it adds the requirement to report – to OSHA – all work-related in-patient hospitalizations, amputations and loss of an eye within 24 hours.

When you utilize temporary workers from Snelling, we are the employer of record for our temporary and contract employees. Because of this, we will work with you to provide a safe work environment for our temporary employees. OSHA recommends that both temporary staffing agency (us) and the client (you) set out each party’s respective responsibilities for OSHA compliance in their contract, in order to avoid confusion.

However, communication is important as well. Communicate safety plans ahead of any / all start dates. Work with us to determine any training to adequately prepare incoming contingent workers. Finally, let us know anytime one of our temporary workers sustains injury on the job.

Knowledge and communication are the keys to a safe workplace. So let’s get started. Locate your local Snelling office today.

]]>http://blog.snelling.com/2015/05/ensure-compliance-with-oshas-new-recordkeeping-rules/feed/0Leverage these Job Medical Job Boards for Your Next Best-Fit Jobhttp://blog.snelling.com/2015/05/leverage-the-job-medical-job-boards-for-your-next-best-fit-job/
http://blog.snelling.com/2015/05/leverage-the-job-medical-job-boards-for-your-next-best-fit-job/#commentsSun, 03 May 2015 22:09:28 +0000http://blog.snelling.com/?p=3758Job boards can be a great tool to help you find out where the jobs are in healthcare.

But first a word of warning…to find your next best-fit job, you cannot simply sit at your computer and submit applications and/or resumes online. You need to utilize a vast variety of search methods to succeed. This includes networking (both online and in-person), targeted research and even cold calling and temporary staffing firms.

Job boards are strictly a numbers game and not in a good way. You can submit dozens and hundreds of resumes and you may get one response (or none at all). However, if you possess the education and training required, you should be able to boost that response rate significantly.

Therefore, job boards should be one component of your job search, and your best bet will lie in those job boards that specialize in the medical field.

Therefore, here are 6 such sites that we at Snelling think are worth your time and effort:

HealthECareers Network – This is the big daddy of all medical job boards…newly formed from a merger of MedHunters, HealthCallings and the original HealthECareers. Here you will find listing in healthcare administration, operations, allied health, biotechnology, dental, nursing, pharmaceutical and a variety of physican specialities. The available jobs span small medical practices to large, integrated health systems.

Nurse,com – Even though this site serves as a resource / educational portal for nurses, it also provides a job search venue for jobseekers.

However, one thing more site you should consider is the Snelling website. At Snelling Medical Professionals, we can offer you the best of both worlds…a robust job board and the inside knowledge of the hidden job market for your local area. We have the resources and the know-how to find you your next best-fit medical job. So visit our website, locate your local Snelling Medical Professionals office and let’s get started.

]]>http://blog.snelling.com/2015/05/leverage-the-job-medical-job-boards-for-your-next-best-fit-job/feed/1School does prepare you for the real world…and a jobhttp://blog.snelling.com/2015/04/school-does-prepare-you-for-the-real-world-and-a-job/
http://blog.snelling.com/2015/04/school-does-prepare-you-for-the-real-world-and-a-job/#commentsSun, 19 Apr 2015 15:04:58 +0000http://blog.snelling.com/?p=3752As a soon-to-be graduate, how many times have you thought /said “why do I need to learn how to (fill in the blank) conjugate a sentence/ use the quadratic equation / memorize the preamble to the Constitution”? No one is going to ever expect me to use those skills in the “real world”.

Nope, cannot argue with you on that one. The requirement to ramble off “We the people…” will probably never arise. But that does not mean that school is a worthless endeavor.

After you graduate, you will be expected to find a job. Let’s face it…you will have bills, and you will desire to live at/above a certain standard.

This means that you need to bring to the table skills that employers want. It is as simple as that.

What employers DO want are people who can solve problems. No one wants to (or will) hire an apathetic person who is not inquisitive, who is not willing to learn new skills, or who is not focused on learning more about the industry they work in.

Let’s face it, the more skills and knowledge you have, the more marketable you will be.

And that is what school teaches you….how to acquire skills. It does not necessarily teach you the skills you will use every day. So in high school, you may use the quadratic equation, but what you are ultimately learning is how to take a certain equation (a process or a tool) and use it to solve a particular problem. The fact that it is a problem you could give two hoots about is irrelevant. And that is how the working world works. You will be expected to recognize issues and use a variety of processes and/or tools to overcome those issues.

But that is not all. School is the gift that keeps on giving. The study habits you acquire during your education provide you with the ability to focus, a powerful recall (remember preamble to the Constitution?), and the ability to put things into context and recognize issues as they arise.

These are skills that you will carry with you to each and every job, and these are the skills that employers will hire you for.

So, as graduation approaches, understand that you bring valuable assets to the table. Package them up, present them (on your resume) and learn to highlight them (in the interview). If you need help, Snelling is here. We know what employers are looking for, and we can help you put your best foot forward.

]]>http://blog.snelling.com/2015/04/school-does-prepare-you-for-the-real-world-and-a-job/feed/0Know the questions to ask when hiring an administrative assistanthttp://blog.snelling.com/2015/04/know-the-questions-to-ask-when-hiring-an-administrative-assistant/
http://blog.snelling.com/2015/04/know-the-questions-to-ask-when-hiring-an-administrative-assistant/#commentsSun, 12 Apr 2015 21:12:36 +0000http://blog.snelling.com/?p=3749Administrative Professionals’ Day is rapidly approaching – April 22. Do you have a great administrative employee that you would like to acknowledge?

If not, do you how to hire one? Do you what skills you need and how to ascertain that a particular candidate has those skills?

The answers may be simpler than you suspect. To learn more, just continue reading this blog.

An outstanding administrative employee should have great

Technical skills

Customer Service skills

Communication skills

Organizational skills

Technical Skills. Proficiency in a variety of software programs and apps, including those residing on the desktop and in the cloud, is absolutely essential. Now, whereas all candidates should undergo a valid skills assessment, the following questions are helpful in determining whether or not your candidate has the technical skills you need.

Our company uses (fill in the blank) for (fill in the blank). Can you tell me about a time that you have used this program and in what capacity?

If you could only use two types of technology to perform your job, which ones would you choose? Why?

Customer Service Skills. In many cases, your administrative employee will be the face and voice of your company. You need to find someone who has a “service heart”…in other words, you need a candidate who is passionate about supporting internal, as well as external customers. Some questions that will help you determine that are:

What do you enjoy most about working in a support role?

Why did you choose to work in the administrative field?

When work becomes mundane, how do you stay motivated?

Organizational Skills. Organizational skills, attention to details and multi-tasking are a must. Most offices are generally very busy, so the ability to manage people, paper, processes and priorities is a must. Some questions you can use include:

If you have multiple tasks to accomplish by the end of the workday, how do you prioritize those tasks?

What strategies do you use to plan your time each day? Each week?

Communication Skills. Communication is the backbone of any company. There are no real questions you can ask directly about communication skills, but – no matter the question – the candidate’s answer should be clear, concise and logical. Here are two possible questions:

In what areas are you truly an expert?

Explain a [hopefully complex] project you participated in. What was your role?

An outstanding administrative assistant could be the strongest asset you have. So interview them carefully and once you have hired them, treat them well.

The good news is that Snelling can help. We have been finding and hiring great administrative employees for our clients for over 60 years. We know what we are doing, and we can put our know-how and skills to work for you. So let’s get started. Locate your local office, and contact us today.

]]>http://blog.snelling.com/2015/04/know-the-questions-to-ask-when-hiring-an-administrative-assistant/feed/05 Steps to Identifying a Fantastic Home Healthcare Employerhttp://blog.snelling.com/2015/03/5-steps-to-identifying-a-fantastic-home-healthcare-employer/
http://blog.snelling.com/2015/03/5-steps-to-identifying-a-fantastic-home-healthcare-employer/#commentsSun, 29 Mar 2015 17:10:00 +0000http://blog.snelling.com/?p=3744Thanks to advances in healthcare technology and the economics around home healthcare delivery, there are huge opportunities for those who deliver healthcare services to patients in their own homes. Home healthcare reduces the overall cost of healthcare and improves the quality of life of patients and families. This sector is booming; in fact, according to Forbes 2014 Best Franchises, three of the top 10 are home healthcare brands. With this type of growth comes the need to hire.

This means great things for medical professionals, including physicians, nurses, physical therapists, occupational therapists, speech therapists as well as home health aides.

But what should you consider when selecting a home healthcare employer?

Bottom line, your new employer should have a good reputation. Your employer should make it possible for you to succeed with every assignment; they should help you grow your career. So do some research. Prepare for your interview by (at minimum) visiting their website (for both the parent company and the local office, if possible) and focus on answering the following 5 questions.

Do training opportunities exist? A good home healthcare employer should offer (at minimum) initial orientation and ongoing refresher training…at no charge.

What is the level of pay and what benefits are available? It is true. Home healthcare does not have the best of reputations. Stories abound on the internet of low pay and less-than-stellar benefits packages. So make sure that at some point before you decide to come on board you ask about the healthcare plan, including 1) how much are premiums and what do those premiums pay for, 2) is there a 401(k) and is there any matching and 3) is there any paid time off, flexible scheduling, career mentoring, etc.?

What does a typical day consist of? Find out where patients are located. Know how far you will have to drive every day, and decide if that will work for you.

How is documentation handled? Documentation is the lifeblood of any medical job. You need to find out what type of system the employer uses. If it is paper-based or an antiquated, non-integrated computerized system, you will be frustrated. Frustration does not make for a great working experience.

How much say do you have on your schedule and your caseload? Can you choose the type of patient you see? Do you have input on how your appointments will be scheduled? Let’s face it, having a job that fits with your life is a huge bonus, and quality employers recognize the value that their employees bring to the table. Those employers will work with their employees to make sure that they are happy and engaged.

If everything is still all a jumble or you want some assistance, remember the staff at Snelling Medical Professionals is here to help. We know the best local home healthcare employers, and we have the tools you need to succeed in your job search. So contact Snelling Medical Professionals today and let’s get started.

]]>http://blog.snelling.com/2015/03/5-steps-to-identifying-a-fantastic-home-healthcare-employer/feed/0The Ultimate Top Jobs List for 2015http://blog.snelling.com/2015/03/the-ultimate-top-jobs-list-for-2015/
http://blog.snelling.com/2015/03/the-ultimate-top-jobs-list-for-2015/#commentsSun, 15 Mar 2015 20:28:21 +0000http://blog.snelling.com/?p=3739The year 2015 is almost ¼ of the way though. If you have started looking for a job this year – and have had no luck – it may be time to revamp and regroup. Ask yourself…are you barking up the wrong tree? Are you looking for a job that (quite frankly) that no one is looking to fill?

To ensure success, you need to focus on those jobs that are in high demand and align your skills with what is required.

To help you along this, we have compiled the ultimate job list for 2015; everything you need to know (in list form) to successfully land your next best job.

Best Paying Flexible Jobs of 2015

This includes the most flexible jobs (according to Forbes magazine) in terms of schedule flexibility, and the percentage that can telecommute (i.e. work from home).

Solutions Architect

Senior Program Director, IT

Sales Director

Regional Manager

Implementation Consultant

Lead Applications Developer

Management Consultant

Data Scientist, IT

National / Strategic Account Manager

Auditing Manager

Most plentiful jobs

This includes those professions where the job of posted jobs significantly outnumbers the number of people who are hired. This highlights where companies are struggling to find talent. And where companies struggle, opportunities exist.

Marketing Executive

Applications Software Developer

Registered Nurse

Industrial Engineer

Network and Computer System Administrator

Web Developer

Medical and Health Services Director

Physical Therapist

Speech Language Pathologist

Sales Manager

10 Entry Level Jobs with Big Growth Potential

These jobs (gathered by Salary.com) are appropriate for recent college grads looking to enter the work place. They also have reasonable starting salaries and excellent growth potential.

Graphic Designer

Financial Analyst

Sales Representative

Copywriter

Human Resource Assistant

Public Relations Assistant

Web Designer

Marketing Coordinator

Computer Programmer

Database Analyst

Top Jobs that do not require college degree

Not all jobs require a college degree; they may (however) require some level of additional training. This list is a compilation of the best paying jobs that do not require a bachelor’s degree.

Truck Driver

Merchandise Displayer and Window Trimmer

Orderly

Sales Representative (for wholesale and manufacturing)

Purchasing Manager

Medical Records & Health Information Technician

Telemarketer

Demonstrator and Product Promoter

Top Bachelor’s Degrees that will help you get hired

If you are in the college, there are certain degrees that will provide you with a larger payback.

Finance

Accounting

Computer Science

Mechanical Engineering

Business Administration

Electrical Engineering

Information Sciences & Systems

Logistics & Supply Chains

Management Information Systems (MIS)

Top Certifications that will help you get hired

Education does not stop once you walk across the stage in your cap and gown. To continue on your career path and be promoted, you need additional training. Here are the certifications that provide the largest payback.

Commercial Drivers License (CDL)

Certified Registered Nurse

Certification in Cardiopulmonary Resuscitation (CPR)

Basic Life Support

Occupational Safety & Health Administration Certification (OSHA)

Food Safety Programs (HACCP)

Advanced Cardiac Life Support (ACLS)

Licensed Practical Nurse (LPN)

Certified Public Accountant (CPA)

First Aid certification

When it comes to finding your best – fit job, it is better to focus your efforts on where the jobs are. However, give yourself an even better leg up by registering with Snelling! We have strong relationships with your area’s leading employers and we know where the jobs are…in your back yard. So check out our available temporary jobs and direct hire positions.

]]>http://blog.snelling.com/2015/03/the-ultimate-top-jobs-list-for-2015/feed/0How to use LinkedIn Groups to search for top job candidateshttp://blog.snelling.com/2015/03/how-to-use-linkedin-to-search-for-top-job-candidates/
http://blog.snelling.com/2015/03/how-to-use-linkedin-to-search-for-top-job-candidates/#commentsSat, 07 Mar 2015 21:56:21 +0000http://blog.snelling.com/?p=3734When using LinkedIn to search for job candidates, your goal should be to find the best people…those who are not actively looking for a job and who are still hidden from the competition.

Most hiring managers understand the benefits of sourcing people via LinkedIn, but there is one avenue that many of them do not travel down…LinkedIn Groups…and it can be a powerful recruiting tool as well.

By building and promoting a group, you establish yourself as a thought leader, and you can use this new title to engage with potential candidates. This perception can be reinforced by the quality content you share regularly and the number of candidate questions you answer.

The people who are active in your group become members of your talent pool. If you are interested in recruiting for a particular niche, start discussions in the group and see who responds in ways that indicates they have the needed knowledge and skills. Once you have this information, you can connect with them and view their profile to fill in the blanks.

So jump into the world of LinkedIn Groups; but before you do, here are 5 more things to keep in mind (some key tips from recruiting experts):

If you build a Linkedin group, do not give it the same name as your company. Rebrand it, unless you have a powerful employer brand. Build a group around a topic – HR, healthcare, technology, ACA, etc.

Besides “owning” a group, you can join up to 50 groups on LinkedIn. This means that you can send messages directly to other members of the same group – without using up your InMail allotment.

Do not simply post jobs in your group. For a group to attract passive candidates there needs to be content that they care about. Groups are for discussions and relationship- building…one of the best ways to do that is to start conversations; one of the best ways to start a conversation is through interesting content.

Wait until your membership numbers have reached critical mass before you send out invites. Having over 50 members is more impressive than 5 members to any invitee. Build your membership by first inviting your team, your co-workers, your family/friends and your current clients. Once you have invited everyone you can think of, send out invites.

Be patient. There will be many times you will feel like you are interacting with yourself in an empty room, but at some point, you will reach critical mass. Then, in the blink of an eye, you will have a robust group on your hands.

At Snelling, we know how to recruit and we have building our talent pools for decades. We can find you the right people, at the right time. So, when you are looking for top talent in Dallas / Ft. Worth – or anywhere across the country, locate your closest office or register with Snelling today.